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Relevant bibliographies by topics / Training transfer

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Journal articles

Academic literature on the topic 'Training transfer'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 June 2025

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Journal articles on the topic "Training transfer"

1

S. Panchapakesan, S. Panchapakesan, and Dr K. Prabhakar Dr. K. Prabhakar. "Effectiveness of Training Transfer and Factors Influences the Training Transfer --An Analysis." Indian Journal of Applied Research 2, no. 2 (2011): 109–12. http://dx.doi.org/10.15373/2249555x/nov2012/41.

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Seiberling, Christian, and Simone Kauffeld. "Volition to transfer: mastering obstacles in training transfer." Personnel Review 46, no. 4 (2017): 809–23. http://dx.doi.org/10.1108/pr-08-2015-0202.

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Purpose The purpose of this paper is to seek a better understanding of the role of volition in the learning transfer system beyond the well-established concept of motivation to transfer. Design/methodology/approach Participants of a two-day leadership training were asked to complete two online questionnaires (t1 directly after training, t2 eight weeks after training). In total, 891 managers answered the first questionnaire, 465 the second. Findings Confirmatory factor analysis suggests that motivation and volition to transfer are perceived as two different constructs. Hierarchical linear regression shows that additional variance in training transfer can be explained when volition to transfer is taken into account. Structural equation models and bootstrap analysis suggest that both motivation and volition to transfer mediate effects of supervisor support and trainer performance on training transfer. Research limitations/implications The results imply that besides motivation to transfer, volition to transfer may be a relevant construct in the transfer of training. It remains to be tested how far these findings can be generalized to other training settings beside leadership trainings. Practical implications Organizations aiming at improving training transfer should focus on enhancing the participants’ motivation and volition to transfer. Both trainers and supervisors seem to promote transfer of training by influencing a trainee’s motivation to transfer and volition to transfer. Originality/value To the authors’ knowledge, this is the first study to systematically examine the role of volition in training transfer.

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Brearley, Simon, and Chris Bishop. "Transfer of Training." Strength and Conditioning Journal 41, no. 3 (2019): 97–109. http://dx.doi.org/10.1519/ssc.0000000000000450.

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Digranes, Swen H., and Jo Lynn Autry Digranes. "Training for Transfer:." Computers in the Schools 8, no. 1-3 (1991): 151–54. http://dx.doi.org/10.1300/j025v08n01_18.

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Ford, Laura. "Improving training transfer." Industrial and Commercial Training 41, no. 2 (2009): 92–96. http://dx.doi.org/10.1108/00197850910939135.

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Magracia, Cristi Marie, Lauren Rascati, Anusha Lekshminarayanan, et al. "Tele-Transfer Training." American Journal of Physical Medicine & Rehabilitation 99, no. 11 (2020): 988. http://dx.doi.org/10.1097/phm.0000000000001560.

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Wehrmann, Kathryn Conley, Hyucksun Shin, and John Poertner. "Transfer of Training." Journal of Health & Social Policy 15, no. 3-4 (2002): 23–37. http://dx.doi.org/10.1300/j045v15n03_03.

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8

Alshaali, Saeed Khalifa, Kamal Ab Hamid, and Ali Ali Al-Ansi. "Training Transfer: Does Training Design Preserve Training Memory?" Asian Social Science 14, no. 10 (2018): 46. http://dx.doi.org/10.5539/ass.v14n10p46.

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Billions of dollars are lost by low application of ineffective training. Fast declination of training memory may contribute this loss. The present study uses theoretical examinations via a conceptual model to examine the relationship between training memory and transfer behaviour. Training design, training retention (training memory), and training transfer are the study variables. The study population, is the federal ministries in the United Arab Emirates (UAE), was assessed via random sampling. Data were collected by a cross-sectional approach via questionnaires. Back-translation (English to Arabic), a pre-test, and a pilot test were applied to ensure that any modifications of the questionnaire items were precise and effective. The study was analysed via PLS-SEM. Based on the results, all of the study&rsquo;s hypotheses were accepted, and significant relationships were revealed between the study variables. Training design is highly correlated with training retention, i.e., a premium training design will lead to a high preservation of the knowledge and skills gained from the training programme. Due to the low correlation between training retention and training transfer, the training retention was considered a secondary contributor of applying training to the work environment. If mangers and practitioners tend to achieve successful training transfer, their efforts should concentrate on adopting modern training design techniques, which could sufficiently maintain the training memory and increase training transfer.

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9

Al-Swidi, Abdullah, and Mohammed Al Yahya. "Training transfer intention and training effectiveness." International Journal of Organizational Analysis 25, no. 5 (2017): 839–60. http://dx.doi.org/10.1108/ijoa-07-2016-1043.

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Purpose The purpose of this study is to further the current research on the topic of the intention to transfer training and training effectiveness by examining the gender-related training intention and work behaviour differences. Design/methodology/approach To assess the gender-related behavioural differences, a quantitative approach using surveys from employees in Saudi universities. Using the structural equation modelling multi-group analysis approach, this study analysed the data collected from 389 individuals, comprising 186 males and 153 females. Group invariance analysis was conducted before the hypotheses were tested. Findings The results showed that learning style and supervisor support are critical determinants of training transfer intention and the latter is critical determinant of training effectiveness across samples of males and females. Moreover, the variance explained by the model in the male sample was found to be more than that of the female sample. Interestingly, males are found to be different than females in their perception that the training effectiveness is determined by the learning style. Practical implications Findings suggest that both the learning style of employees should be considered when designing a training programme and a proper support to employees should be provided by their supervisors to get the best of training investment. This may guide decision-makers to enhance training effectiveness. Originality/value The majority of the studies concerning training effectiveness has overlooked its antecedents and much in-depth scholarly research endeavours are still required. This study attempted to provide valuable insights of the antecedents and consequences of training transfer intention and how this structure differs between males and females in a developing country context.

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10

Chauhan, Ragini, Piyali Ghosh, Alka Rai, and Sanchita Kapoor. "Improving transfer of training with transfer design." Journal of Workplace Learning 29, no. 4 (2017): 268–85. http://dx.doi.org/10.1108/jwl-08-2016-0079.

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Purpose In response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper aims to empirically examine the influence of transfer design on transfer of training and also the moderating role of supervisor support between these constructs. Design/methodology/approach A survey was conducted using a self-reported questionnaire administered on employees of a manufacturing unit engaged in power transmission and located at the city of Allahabad in India. The sample size of the study is 149. The role of supervisor support as a moderator was tested using hierarchical regression analysis. Findings Findings of the study direct organizations to consider both transfer design and supervisor support to get the maximum output from training. The moderating role of supervisor support is confirmed in the study. Practical implications If a trainer is not able to provide much practice to the trainee during training programme, then a supportive supervisor can counter such poor transfer design. A well-designed training programme should be coupled with supervisor support to ensure effective transfer of training. Influence of transfer design on transfer of training is likely to be more if the supervisor is supportive. Originality/value The authors have hypothesized and established the direct influence of transfer design on training transfer. Further, supervisor support has been found to moderate the relationship between transfer design and transfer of training.

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